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Mba Public Sector Assignment

By:   •  August 21, 2016  •  Article Review  •  7,113 Words (29 Pages)  •  1,561 Views

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                                Appendix A:      ASSIGNMENT COVER SHEET[pic 1][pic 2]

                                                                                    Date Received: …………………

                                                                                    Date Returned: …………………

Programme        

Master of Business Administration – Distance July 2015

Module Name

Public Sector Management

Surname

Naidoo

First Name/S

Tarryn

Assignment No.

One

Student Number

MBA2150512

Date Submitted

28 September 2015

Postal Address

6 Coalwood Place

Windy Heights

Stanger

4450

E-MAIL

myregent email address

Mba2150512@myregent.ac.za

E-Mail

(alternate email address)

naidoota@aforbes.co.za

Contact Numbers

Cell : 082 445 3181

Home : 032 551 5063

Work : 031 573 8272

Alternate contact :Name

Relationship

Contact number

Radha Naidoo

Mother

 079 1632 652

I hereby confirm that the assignment submitted herein is my own original work.

Signature of Student:         [pic 3]                                                Date: 5th October 2015

Email assignment to: naidoota@aforbes.co.za

______________________________________________________________________________

TABLE OF CONTENTS

______________________________________________________________________________

Policy Selected: White Paper on Human Resources in the Public Service

CONTENT                                                                                PAGE NOS:

Part A

Report of the White Paper on Human Resources in the Public Service                                3

Part B

Assessment of the Extent to which it makes a convincing, clear case for Policy Change                11

Part C

Proposed changes to be made to the White Paper on Human Resources in the Public Services        16        

Bibliography                                                                                        20

                                                                                


Part A: Report of the White Paper on Human Resources Management in the Public Services

The first Democratic South African Government has inherited a Public Service whose capacity to achieve its Social, Economic and Democratic goals is severely limited due to outdated and inappropriate human resources policies and practices. The White Paper on Human Resources is an attempt to provide a policy framework which will transform the current Human Resources Practices to ensure that South Africa has a Public Service which is efficient, effective and representative of all sectors of our society.

The vision  of the White Paper on Human Resources in the Public Services focuses on enabling Public Service employees to provide sustained high quality, value add service delivery to members of the public via refined and revised Human Resources Practices. The ultimate objective is to ensure the members of the Public Service fraternity have proper People Practices applicable to themselves which enable them to serve out of a genuine commitment to serving the citizens of South Africa and who want to serve rather than being forced to do so. Leadership, according to the White Paper on Public Services, is therefore a vital component in transforming the Public Service’s Human Resources capabilities.

The White Paper on Human Resources in the Public Services is governed by te principles which stem from the Constitution as well as several other White Papers inclusive of The White Papers on Transformation of the Public Service, Education and Training, Service Delivery, Affirmative Action, etc. The key theme of the White Paper on Human Resources is centered on the evolution of Human Resources initiatives to deliver on a collective ability with the resultant effect of an efficient Public Service which delivers seamless value add services.

There are several fundamental shifts in Human Resource Practices within Public Services proposed by the White Paper on Human Resources. Some of the fundamental shifts will be the increased movement of managerial accountability and responsibility from a national level to provincial level and the subsequent shift of operational management being delegated to first line leaders. To effectively manage the Human Resources elements within the Public Service, the Human Resources Plan will set out clear parameters for clearly defined roles on a National, Provincial and Operational level. The Human Resources service offering will be positioned as a service which will be able to provide professional engagements, expert advice and consulting on People related matters whilst at the same time enabling operational excellence for the administrative functions within the Public Sector.

There will also be a shift towards a service oriented culture underpinned by a competent, diverse and multi skilled workforce. Culture will play a vital role in enabling the Public Service to embrace diversity and positively encourage the move towards a representative workforce. This workforce (which extends to single parents, people from rural backgrounds, people with disabilities, etc.) will enable employees to broaden and deepen knowledge sharing and service to a diverse customer base as there will be a contribution from all sectors of society in this regard.

The culture will shift to take into consideration factors such as the increasing flexibility of the environment (internal and external), the changing operating requirements in response to the needs of the employees, citizens, as well as technology which enables increased efficiencies in certain respects. The movement towards excellence and best practices will be reinforced by rewarding employees who demonstrate outstanding holistic performance in discharging their duties. The shift will also embrace the spirit of good employee relations and collaborative relationships with key stakeholders being involved in the evolution of the Public Services Human Resources Practices.

The White Paper on Human Resources introduces new Human Resources policies, guidelines and directives which serve as a framework to enable the Public Services to be characterized by elements such as fairness, diversity, ethics and transparency. It provides direction on transforming the People Practices of the Public service by allowing for new Human Resources Practices to serve a new Public Service. In line with same, Human Resources Planning and Strategy Development is crucial to ensure future staffing requirements within the Public Sector are achieved. The workforce planning needs to take into specific consideration employment equity initiatives to ensure a representative workforce whilst still ensuring the overall achievement of the Public Sector Human Resources strategic objectives.

The White Paper on Human Resources in the Public Service emphasizes the need for the presence of written contracts of employment for all Public Sector Employees. This is important in respect of defining the terms and conditions upon which individuals are employed within the Public Sector and serves the expressed purpose of protecting the rights of all employees. This process will have to include all key stakeholders to ensure fair and equitable practices for all employees, past, present and future. The Public Sector will employ people primarily on a full time continuous basis; however there may be a need for Fixed Term Contracts as well temporary employment contracts to meet specific needs during particular periods of need. The White Paper on Human Resources in the Public Service specifically makes reference to the elimination of discriminatory practices in relation to Fixed Term and Temporary Employment Contracts.

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